The salary range listed on this announcement only reflects the General Schedule incorporating Rest of U.S. basic pay. Upon selection, the salary will be adjusted to include the locality adjustment for the specific location.Learn more about this agency
This position is with the Desert Pacific Healthcare Network. The primary purpose of this position is to serve as a Human Resources Specialist providing technical guidance, advice and counseling to management officials and supervisors to address workforce-related issues.
Announcement has been amended to clarify when first cert will be issued:
First cert will be issued after 50 applicants have been received. Following certs will be issued on an as needed basis in groups of 50.
Employee Relations - 70%
Incumbent provides technical guidance, advice and counseling to management officials and supervisors to address issues with workforce-related conduct and performance. Develops strategies to respond to employee-related issues. Prepares appropriate agency responses to employee relations matters. Provides consultation on associated program areas, such as reasonable accommodation and leave management. Delivers training for management and employees on a variety of employee relations topics. Incumbent prepares a variety of correspondence on behalf of the agency to address complex employee relations matters including, disciplinary and adverse actions, settlement agreements, and congressional correspondence. Reviews performance appraisals and processes awards.
Conducts and Advises on ER matters, all proposed disciplinary & adverse actions, coordination and oversight, including OAWP, DAB, AIB, fact findings, grievances, state licensure reviews, suitability, Drug Free Workplace, Workplace Violence Prevention Program, and third-party hearing representation. This may include resolution of administrative grievances, post separation reviews, Congressional, Office of Inspector General (OIG), Office of Special Counsel (OSC), Equal Opportunity Employment (EEO), Merit System Protection Board (MSPB) or department level complaints. Reviews requests and submits justification for those ER/LR actions requiring approval by Network Director, VHA, VA, or higher authority, then takes appropriate action, and prepares necessary correspondence.
Labor Relations - 30%
Provides services to an integrated healthcare network, ensuring strict adherence to all contractual and regulatory timeframes. Develops management strategies to respond to labor issues. Prepares appropriate agency responses to labor-related matters. Offers technical guidance, information and assistance to management and senior leadership officials on sensitive, serious, and controversial labor relations issues regarding employees in a wide variety of administrative and clinical occupations with substantial differences in working conditions, entitlement, and occupational practices and policies. Incumbent provides technical and consultative guidance, including actions of a disciplinary or adverse nature, grievances, demands to bargain, impasse proceedings, local bargaining, unfair labor practices, performance management and recognition, employee counseling, appeals, complaints, drug testing and related functions. Provides management with interpretation of policies, procedures, and collective bargaining agreements. Researches and interprets legal and regulatory program guidance, including case law, United States Code, Code of Federal Regulations, and VA Handbooks and Directives. The incumbent serves as subject matter expert regarding policies and procedures pertaining to Federal Labor Relations Authority (FLRA) and Federal Services Impasses Panel (FSIP).The incumbent analyzes changes to regulations and policies to determine the impact on the labor relations program; determines need for impact and implementation or full bargaining at the appropriate level (local, network, or national bargaining). Plans and implements actions to satisfy obligations to bargain in good faith, performs thorough analysis of policies and practices, and ensures that policies and practices promote partnering to prevent unfair labor practices. The incumbent reviews third-party involvement in negotiations and represents the network in appropriate cases, serves as a point of contact on third-party proceedings arising from the labor management programs, such as unfair labor practice charges.
Represent management at arbitrations and in situations involving proceedings before other third-parties, as appropriate.
Work Schedule: Monday thru Friday 8am - 4:30pm (Negotiable upon selection)
Position Description/PD#: Human Resources Specialist (ER/LR) - Open Continuous/PD99976A
Relocation/Recruitment Incentives: Not Authorized
Financial Disclosure Report: Not required
This job originated on www.usajobs.gov. For the full announcement and to apply, visit www.usajobs.gov/GetJob/ViewDetails/589543300. Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.